Whether you opt to go the virtual assistant route or actually hire someone to help out on site, staffing decisions are one of the most important considerations you’ll make in growing your law practice. While it may be tempting to hire the most experienced assistant you can find, sometimes that really isn’t the way to go.
The assistant with 15 or 20 years experience may look like the greatest thing since the microprocessor but sometimes those years of experience come with bad habits, burnout and a stubborn adherence to doing things their own way. Granted, they may know their way around the local court system, be able to work the heck of Word and Excel and be on a first name basis with every local vendor in town but is it worth the baggage of an old school “not my job” attitude? Believe me, I’m not slamming the more experienced. I happen to have been one of them – I have almost 30 years experience in working with and for attorneys. But I’ve seen a lot of the attitude of entitlement – the “I’ve paid my dues – I don’t have to work that hard anymore” – work ethic. That’s the last thing you need when you’re building a practice.
My point is this – when you’re hiring staff, take a serious look at that resume. Look beyond just their years of experience. Look at their outside interests. What are they passionate about? Are they actively involved in the community? Do they ask questions about your practice beyond your vacation and overtime policy? A potential employee with energy and the interest to get involved is more likely to be interested in being part of a team and helping you build your practice. Don’t fall into the trap of hiring a warm body. You might as well take the equivalent of their salary and run it through the shredder for all the long term good it will do your business.
Think strategically and hire for passion. You can teach the legal stuff to be done your way. Remember – it’s YOUR practice.